A lot has changed in DEI between 2024 and 2025: new laws, new restrictions, and a noticeable corporate retreat. But the lived reality inside workplaces and campuses is the same. People still want fairness, safety, and belonging—even when the acronym becomes too risky to say out loud.

In a time of DEI fatigue and rollback, relational DEI offers a path forward—centered in trust, compassion, and everyday connection. This post explores how inclusion doesn’t always need a program—it just needs people who care.

Are today’s common DEI best practices actually creating equity—or just checking a box? This post breaks down 8 outdated approaches and offers better alternatives rooted in connection, accountability, and real organizational change.

The term “DEI” carries more weight than ever—and not all of it good. I’ve wrestled with whether to walk away from the label altogether. Here’s why I’m staying—and how I’m reclaiming the work beyond the acronym.

For DEI efforts to create lasting change, they must go beyond policies and metrics—trust, empathy, and accountability are the foundation of real inclusion. These three principles transform DEI from a compliance-driven obligation into a relationship-based approach that fosters true equity. Learn how these elements work together in Relational DEI and get a sneak peek at the full framework coming soon.

Conflict is inevitable in DEI work, but it doesn’t have to be destructive. Learn how to navigate workplace tensions, build trust, and turn disagreements into opportunities for growth.

Diversity, equity, and inclusion (DEI) are not just American concepts—they have evolved globally, shaped by unique histories, policies, and cultural movements. From South Africa’s post-apartheid equity policies to Japan’s gender inclusion efforts and the European Union’s anti-discrimination laws, DEI takes many forms around the world. But as DEI gains traction, it also faces resistance in some regions. What can we learn from global approaches to workplace diversity and inclusion?

Resistance to DEI is often rooted in fear, misinformation, or change fatigue. Instead of seeing pushback as a barrier, a relational approach rooted in empathy can foster trust and transformation.

Human connection is the missing piece in workplace DEI. Trust, psychological safety, and empathy are essential for building an inclusive culture where equity thrives. Discover how relationships drive lasting cultural transformation.

Traditional DEI efforts often focus on metrics and policies, but they miss a critical component: relationships. Learn why trust, empathy, and connection are the keys to fostering lasting equity and inclusion.

While some companies hope no one notices their retreat from Diversity, Equity, and Inclusion (DEI) commitments, employees, job seekers, and customers are paying attention. Learn how to identify the signs and navigate the fallout as a DEI practitioner.

If we’re fighting for DEI but only fighting—without learning how to reach those outside the pro-DEI 'choir'—what are we truly accomplishing? It’s time to move beyond conflict and focus on connection, understanding, and cultural transformation.